Rockfast Corporate Policies

Intellectual Property

Any invention, improvement or idea that a staff member develops in connection with their employment with Rockfast (whether during or outside normal working hours) which relates to Rockfast’s products, the methods of making or using its products or Rockfast’s general methods of operation (whether existing or in development) will be Rockfast’s sole property.

Each staff member appoints Rockfast’s nominee as their attorney to execute on their behalf all documents required to give Rockfast (or Rockfast’s nominee) full legal ownership of the intellectual property rights relevant to the previous paragraph and to make application for whatever intellectual property protection (for eg., patents, registered trade marks or designs) in Australia and other countries Rockfast considers necessary.

Equal Employment Opportunity And Anti-Discrimination

Rockfast is an equal opportunity employer which means staff are given the opportunity to make choices regarding their careers and Rockfast makes fair and reasonable decisions relevant to each employee’s work performance and skills. The underlying principle of equal employment opportunity is the notion of merit and it is on that basis that appointments and promotions at Rockfast will be made.

Both Rockfast and each employee can be liable for acts of discrimination against fellow employees and clients with whom you deal with in the course of your employment. Discrimination occurs when a person with an attribute is treated less favourable than another person without the attribute is or would be treated in the same or similar circumstances.

The New South Wales and Commonwealth anti-discrimination legislation generally prohibits discrimination against someone (either directly or indirectly) on the basis of any of the following attributes:

• sex;
• marital status;
• pregnancy;
• parental status;
• breast feeding;
• age;
• race, colour, national or ethnic origin or immigration;
• impairment or disability;
• religion;
• political belief or activity;
• trade-union activity;
• lawful sexual activity; or;
• association with or relation to a person identified on the basis of any of these attributes.

Workplace Health And Safety

Rockfast wants to protect all staff and visitors from the risk of injury or illness so far as is practicable in the area in which Rockfast’s business is conducted and in connection with Rockfast’s operations in accordance with relevant legislation, codes, regulations and standards.

All staff should be committed to the promotion of Workplace Health and Safety and the elimination or control of workplace hazards. Each staff member is personally responsible for working in a safe manner and co-operating with each other to ensure Workplace Health and Safety.

All staff agree to abide by state and federal legislation, codes, regulations, rules and standards of the workplace relating to health and safety. Rockfast’s Workplace Health & Safety Policy is set out in the Staff Manual. All staff must read the Workplace Health & Safety Policy and raise any concerns they have with their supervisor immediately upon commencing employment.

If any staff member has any concern or query regarding Workplace Health and Safety, they should notify the designated safety officer or their Supervisor as soon as possible so that the issue can be considered without delay.

Internet And Email

Rockfast sets out the rules for the proper use of its internet and email resources in its Email and Internet Policy. Because of the opportunity for misuse of the resource Rockfast believes that it is necessary to set down some basic rules. It is every employees responsibility to ensure that internet and email facilities are used responsibly and in accordance with this Policy. All staff should also be aware of the quality assurance requirements of forwarding emails to clients only once they have been authorised by a supervisor by signing the copy of the email which is to be retained on the file.

You should be aware that Email at Rockfast:

• is not private - it belongs to Rockfast;
• can be read at any time by a director;
• uses Rockfast name and address and therefore implies the sender is speaking with the authority of Rockfast; and
• can in certain circumstances be inspected by parties, outside of Rockfast, for example, in the event of litigation.

• Sending, receiving, displaying, printing or otherwise disseminating material that is fraudulent, illegal, embarrassing, sexually explicit, obscene, intimidating, defamatory, or would amount to harassment;
• Using Rockfast’s Internet resources for unauthorised commercial or personal advertisements, solicitations, promotions, political or religious material or any other similar use unless it is expressly authorised a director;
• Downloading any executable files (exe.com etc), in which files and sound files from the Internet or via e-mail;
• Accessing the Internet other than through the Rockfast security system, for example, accessing the Internet directly by modem is strictly prohibited;
• Allowing external access to your computer via a modem;
• Subscribing to mailing lists, sending unsolicited e-mail messages and participating in chain letters;
• Sending e-mail using somebody else’s e-mail address unless such use is expressly authorised; and
• Violating the intellectual property rights of others such as, breaching copyright by copying their graphics or text material, or using other licence software without proper authorisation.

• Do not put anything in e-mail that you would not want repeated to anybody else;
• Do not put anything in e-mail that you would not put in a hard copy memo;
• All mailboxes must be checked at least twice daily and if staff are away from the office, alternative arrangements to check e-mail must be made by the user;
• Report to a director if inappropriate mail is forwarded to your address. Users are responsible for the contents of all e-mail received and all e-mail forwarded from their address;
• Do not send, simultaneously, external e-mail to one or more people, unless you have the express permission of a director to do so, as mass e-mails may adversely affect the performance of Rockfast’s computer system;
• Informal language is to be avoided;
• Complete the subject heading before an e-mail is sent.

Duty Of Confidentiality

1. You will not at any time, whether or not employed by us, use or disclose any Confidential Information, without written permission, unless:
   1. It is necessary to do so in order to perform your duties; or
   2. You are ordered to disclose by a court, commission or tribunal.
   
   You will not, and will not permit anybody else to:
   1. Seek to obtain Confidential Information to which you have not been granted access;
   2. Remove any Confidential Information from our or any Associated Business’ premises;
   3. make any copies of Confidential Information; or
   4. bring any computer software, tapes or disks onto our or an Associated Business’ premises
   without our prior written permission.
   
   When Confidential Information is disclosed in accordance with the above, you will ensure that the person to whom the information is disclosed is made aware of its confidential nature and do everything in your power to ensure that person does not use or disclose that information.


2. You will do everything in your power to prevent the use or disclosure of Confidential Information by any of our other employees other than as permitted by the above.


3. You will advise us if you detect or think of any ways in which the security of Confidential Information can be increased.


4. ‘Confidential Information’ means all information belonging to us, an Associated Business or a client, and includes information which:
   1. we, an Associated Business or client indicate is confidential;
   2. by its very nature, might reasonably be understood to have been disclosed to you in confidence;
   3. would be of commercial value to a competitor of us, an Associated Business or the client;
   4. relates to our, an Associated Business’ or the client’s financial or business affairs, including financial information, accounts work, financing information, management reports, performance or profitability reports and margins and the purchase price of supplies;
   5. relates to our business requirements;
   6. relates to any arrangements or transactions, including details of those arrangements or transactions, between us or an Associated Business and a client;
   7. relates to any of our or an Associated Business’ clients, including lists of clients, the identity of any client and their requirements;
   8. relates to our computer databases or software;
   9. relates to any arrangements or transactions between us or an Associated Business and our or its suppliers or sub-contractors, including their identity and the price or charges in respect of the services we or an Associated Business acquire from them;
   10. relates to our fees, quotations, prices or charges in respect of services;
   11. relates to the marketing and selling techniques used by us or an Associated Business, including marketing plans, sales plans, research and data surveys;
   12. relates to trade secrets, our intellectual property inventions and processes, in relation to or associated with any of our or an Associated Business’ services;
   13. all notes and other records, whether written or otherwise, prepared by us or anybody else based on or incorporating information referred to in paragraph (a) to (l) above; and
   14. all copies of the information, notes and other records referred to in paragraph (a) to (m) above, except for information that:
       1. was rightfully in your possession and not subject to an obligation of confidentiality on you before the negotiations leading to the commencement of your employment with us; or
       2. is or, after the date of this agreement, becomes public knowledge (other than as a result of a breach of this agreement).

Remuneration And Leave Entitlements

You will be provided with the remuneration and leave entitlements set out in your letter of offer.

You authorise us to deduct from your remuneration and leave entitlements any amount attributable to unauthorised absences or approved unpaid leave.

The superannuation fund into which contributions on your behalf will be paid is set out in your letter of offer. Your superannuation will be calculated on the basis of the rate prescribed in the superannuation guarantee legislation from time to time, calculated on your base salary (ie the cash component).

Prior to departing on annual leave you are to ensure that:

1. all work for which you are responsible has been delegated to other suitably qualified employees for the period of your absence; and
2. your contact details during the period of your absence have been provided to your supervisor or a director so that you can be contacted if necessary.